• Culinary science and hospitality research
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• v.12 no.1 s.28
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• pp.22-36
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• 2006

This study examines the job satisfaction of cooks of school feeding. Sampling was taken among school feeding cooks except for those of Kangwon Province and Cheju Province. The factors affecting on the job satisfaction was investigated to find ways to raise the job satisfaction of cooks of school feeding. Four factors were extracted in all. It is found that these four factors have affected the job satisfaction of cooks of school feeding in order of working satisfaction factor(.493), co-worker communication factor(.463), job environment factor(.185), and advancement factor(.146). Accordingly, more opportunities for career advancement should be offered to raise the job satisfaction among them, and the establishment of better work environment and the optimum staff are urgently needed.

• Culinary science and hospitality research
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• v.6 no.2
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• pp.247-269
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• 2000

The purpose of this study looks for the cooking directions to improve the quality of the finished product by examining the perceptions for cooking style of the finished product by cook at ten deluxe hotel in Seoul. For purpose of this purpose, this study focuss on five areas: (1) examining five different types of cooking styles and twenty one culinary factors, (2) examining the satisfaction rating of culinary factors, (3) measuring reliability of the culinary factors, (4) measuring the satisfaction rating of culinary factors. The study provides a generalized framework for improving the cooking of Korean food and Western food relative to the preception for the cooking style of each food by hotel restaurant cook. This general framework could be easily expanded to include additional factors that might be relevant for other restaurant cook or other menu items.

• Culinary science and hospitality research
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• v.6 no.3
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• pp.373-389
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• 2000

This study is about job change hotel kitchen cook. addition, through case analysis, by choosing three hotels in Seoul, the relation job changes was found out, and through the interviews with cooking employees for more than three months, their opinions and reliabilities were collected and analyzed. The surveyed questionnaires were analyzed and studied through SPSS WIN Package, reliability analysis, factor analysis, frequency analysis, correlation, and distribution analysis and T-test were conducted to figure out the population statistical difference. According to the study results. those employees who thought kitchen environment, internal and external working conditions. the welfare for the employees are the most important factors in case of changing jobs scored over average 4 in the statistical analysis. For this reason, in order to reduce the rate of job changes the hotels efforts for and interests in appropriate compensation, improvement of working environment. continuous educational training, fair human resource management, and maintenance of good relation with co-workers are necessary.

• Culinary science and hospitality research
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• v.11 no.4 s.27
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• pp.150-163
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• 2005

If a licensed cook of a special-deluxe hotel restaurant and n family restaurant receives stress psychologically and physically, it will influence the interaction with customers who eat their food. Job stress is known to affect the kitchen operation and cause negative formation of interior and exterior customer management. This study wishes to present the method that can minimize the negative effect caused by stress, leading to an elevation of service quality that is offered to customers by removing those factors related to the stress of a licensed cook. This study established the range of targets to compare the cooks of super-deluxe hotel restaurants and those of family restaurants and to apply result of this research to whole licensed cooks is considered to have some limitations. Therefore, estimating job stress and turnover intention of general licensed cooks through comparison with tourist hotels and general restaurants should be significant hereafter.

• Culinary science and hospitality research
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• v.11 no.4 s.27
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• pp.178-197
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• 2005

This study aims at determining what affects lighting environment of a kitchen in a Japanese restaurant in a hotel and at analyzing. cooks' perception during cooking and appropriate lighting they consider to be important in each working area. For this purpose, 196 cooks working in Japanese restaurants in first-class hotels participated in a survey. After analyzing the results, cooks attach importance to illumination during cooking, and the more inappropriate luminosity is in each working area, the lower appropriateness of luminosity recognized by cooks is. And there is strong correlation between lighting environment items and illumination in each working area. The results suggest that cooks working in a Japanese restaurant in a hotel should be provided with good lighting environment appropriate for each working area. On this ground, it is expected that cooks will see their health and productivity improving.

• Culinary science and hospitality research
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• v.13 no.1 s.32
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• pp.11-23
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• 2007

This study focused on analyzing the relations of empowerment recognized by a five star hotel culinary team in job satisfaction, organizational commitment, and outcome. The purpose of this survey is to show a desirable culinary organization in hotel management. This survey was shared by two groups recognized as high empowerment and low empowerment groups, for job satisfaction, success, organizational commitment, and outcome measurements. This study presented the difference between recognizable high empowerment and the effects of low empowerment groups which showed positive effects on the high empowerment group compared with the low empowerment group. This means that positive effects on the three main factors of job satisfaction, success, organizational commitment, outcome measurements, and hotel culinary organizations are required empowerment for the new organization of management.

• Culinary science and hospitality research
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• v.8 no.1
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• pp.23-41
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• 2002

Ordinary, the hotel Career Development that cooks are hi red, then OJT and evaluation, disposition. It means that cook to set in order with licence and to carry-out effect But it is not continue forever about the job demand, attitude, ability of cook. The Executive Chef and depart of career development have to plan for problems now and a long time of time to cooks. Demand of cook career development are sociality and economical. Because the hotel needs a high-grade cook for keep competitive in changing surround. internal resources are more effect ive when require without delay man power than hire urgent. It is not only lack career development to cook, probably face up to retirement at one time and foment social order but also cook lose their a right to labor. Cook supports their family and grow, economic base for ethical by labor, so have to carry their point. In addition the domestic five stars hotel's career development structure are very simple and infirm, so it cause stagnation to position, lead to negative vision and show a drop in efficiency. Therefore the hotel must investment about Career Development.

• Culinary science and hospitality research
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• v.7 no.1
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• pp.57-90
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• 2001

We investigated the unequivalence of Food Sanitation law, School Foodservice law and recent reports studied about hazard analysis critical control point(HACCP) system. We also found out that cook's duties were expressed several times in the standard job classification in Korea national statistical office based by the international labor organization(ILO) since 1963, but not ever in the Food Sanitation law and School Foodservice law. Based on these investigations We propose clear expression of cook's duties in the Food Sanitation law and School Foodservice law, and enactment of regulation or law of Cook to reduce any possible food poisonings. However these proposals need to be studied and improved in many different ways for the revision and enactment of the law of cook.

• Culinary science and hospitality research
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• v.9 no.3
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• pp.1-21
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• 2003

Domestic hotel businesses are confronted with new market circumstances. Clear accounting and moral management in company which have been reserved or ignored during the past high economic growth period were emphasized. As global standard such as international standard of accounting system, clear accounting, international standard management, and flexibility of employment are emphasized, which is different management is now accomplishing. During these system changes, organization member's identity was threatened a lot. So organization members were required to adopt new environment. Hotel have influence on organizational accomplishment, thought and behavioral response of organization members according to cultural type and share of organization culture. This study are focused culinary team culture as subculture in hotel. What kind of culture more effective to the culinary group\ulcorner What kind of culture are grouped each hotel, include difference imported brand hotel and domestic brand hotel.

• Culinary science and hospitality research
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• v.14 no.4
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• pp.27-40
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• 2008

This study focused on retraining programs for cuisiniers and drawing attention to the necessity of retraining and the new method of retraining for cuisiniers as a professional in a knowledge based society. Case study review and interviews followed by thorough review of related literatures were taken place to give suggestions and comments for the improvement of job performance enhance training for cuisiniers. Interviews were done with current participants and institutional trainers in March, 2008. Result from the interviews showed that retraining was really necessary. It was concluded that various retraining programs organized and developed by an association could be the solution. Methods of retraining can take formats of distance learning, classroom learning, and blended learning. However, working condition for most cuisiniers at present would allow them to squeeze some time off to attend higher education and most restaurant companies are not big enough to offer systematic job training on site or not stable enough to arrange replacement workers. It is therefore suggested to adopt a blended learning method and further study on this subject is highly recommended.